Continuous Improvement Programs Hrm
Today, it is assumed that the main asset of any organization lies in people. Quality, productivity, profitability, customer satisfaction and the image of a company depends largely on training, coordination and motivation of its staff. For a company to function properly it requires that the persons composing know, willing and able to work properly. Inadequate people management can lead to myriad problems that hinder the performance of an organization: • Lack of motivation • undefined responsibilities • Lack of training / information • Lack of internal communication • Non-cooperation • Lack of coordination • Conflicts of interest In the present document provides a summary of some of the methodologies Sinapsys Business Solutions, SL uses in its consulting services to solve such problems. Any change initiative must develop the necessary direction and leadership with a commitment to continuity. Initiate change and create expectations that are not met can cause frustrations and worsen the situation.
The implementation should be done professionally and after a proper diagnosis to select the right tools to each individual case (single or combination of several of them). Leadership Leadership can be defined as the ability of an individual to develop the potential of a team in pursuit of a common interest.
Aug 1, 2018 - analyses of data collected from the Continuous Improvement. HRM FOR CONTINUOUS IMPROVEMENT 363. Improvement Programs. Full-Text Paper (PDF): Human Resource Management for Continuous Improvement.
There are different leadership styles (authoritarian, participatory, consultative.). Each style may be appropriate to the context and characteristics of employees.
The source of leadership may be the charisma, the hierarchical power, the power of knowledge or behavior. Through education and training, people who have responsibility for others can develop optimal leadership style. A leader does not command it runs, does not impose, but seeks consensus, not divide but unites. Example: In a food business problems were identified by marking their authoritarian style of leadership. In a leadership course were explained leadership styles. Participants were able to assess your leadership style by completing a questionnaire. In addition, each participant learned to evaluate the pros and cons of each style and know how to apply the most appropriate in each circumstance.
Mentoring The mentoring (mentoring) is a process by which a person (mentor) teaches, advises, and guides to another (the mentee) in their personal and professional development. It is the traditional 'sponsorship' that currently is used primarily in high positions in organizations. Mentoring should not be improvised requires setting goals, planning and monitoring of results. Although there are similarities, mentoring differs from coaching in the mentor must have expertise in the field in which you want to start the mentee, while the coach does not have to have an experience in this field. Some advantages of mentoring: • Mentoring is a powerful tool that facilitates the retention and transmission of knowledge in the enterprise • Increase satisfaction guardian and the ward • Increase staff retention and commitment of these with the company. Heidelberg prinect signa station. Example: A director of a company in the construction sector, with no time or discipline to study for a master, hired a mentor to learn what I needed from a practical (less formal) and personal assistance. This training helped her improve her leadership style and management techniques are people in your company.
Education Climate Assessment diagnostic technique allows for an objective assessment of the degree of satisfaction of people in an organization, understand their needs and expectations at work and their perception of existing problems. There are circumstances that may hinder the effectiveness and objectivity of an evaluation process work climate, including: • Labor disputes • job dissatisfaction • Lack of communication •. Must be taken into account these conditions, so before starting the survey process may have to be a media campaign upon, to explain what, why and what it intends to carry out this diagnosis.
If there is union representation in the enterprise should plan this process with their collaboration and consensus. The evaluation should be completely anonymous and the results published at all levels.